Behavioral Competencies for Texas A&M Employees

What are Behavioral Competencies?

Click a competency

"People are Texas A&M University's most valuable asset" reads a key phrase in the TAMU vision statement. The vision statement also emphasizes the commitment of the university to maintain an environment that encourages all employees to achieve their personal and professional goals and aspirations as they work toward achieving the university's mission. Behavioral Competencies are what you do (applying your technical knowledge, skills, and ability) and how you do it (the consistent behaviors you demonstrate and choose to use). They contribute to superior performance and serve as a foundation for professional development. Behavioral competencies, combined with knowledge of what Texas A&M does as an organization, how it works, and what it stands for, will help you contribute to the mission.

There are five Behavioral Competencies that all TAMU employees are expected to display in their professional duties and interactions. They clearly define behaviors that are required for you to be successful and contribute to the success of Texas A&M. These competencies are included in the annual performance evaluation for non-faculty employees. For information and resources on Texas A&M University's PATHways performance management process, please refer to PATHways.

How can I use this website to develop these competencies?

Learning about the organization and working to refine these competencies through developmental activities will help you make positive contributions at work.

This website provides helpful descriptive information and developmental activities for you to gain the knowledge and skills in each competency. As you refine your competencies, you will find the work you do rewarding and more meaningful.

Each point of the star represents a competency. The center of the star is focused on additional knowledge specific to working at Texas A&M.

Instructions

Click a competency on the star graphic above to see the description, recommended trainings, developmental activities, and resources. There are also coaching suggestions to help supervisors support their employee's growth.

Discuss with your supervisor during performance planning sessions. In addition, you can use these resources as you proactively seek your own personal developmental goals.

Supervision and Management Competencies

Employees in supervisory positions are also evaluated on an additional competency that includes: giving direction and communicating expectations; managing employee performance problems; understanding, implementing and complying with basic HR regulations and laws; and providing opportunities for employee development and career growth.